COSIG CONFERENCE BROCHURE.pdf - Drexel University College ...

COSIG Co-Occurring Disorders Conference, Hershey PA, May 15-17, 2006
Current Dimensions
• Crisis stage
– New York Whitepaper on Addictions
Workforce 2002
• Increase in professionalism in the field including
increase of addiction specialties across disciplines,
but fewer people are choosing the field and there
is a rise in the numbers of people leaving
• Field is in transition from experientially trained
workforce to one that emphasizes graduate
training
Current Dimensions: NAADAC
Survey
• CSAT 2003 Survey of workforce
– 70% female, 78%white, 42y/o mean
– 40% master’s degree
– Drawn to field by personal factors
– 50% see opportunity for career advancement
Staff Recruitment and Turnover:
NEATTC 2005
• 13.7% staff terminated, laid off, resigned
annually
• Programs spend little time and money on
recruitment
• Directors report trouble filling positions
–Low salaries
– Insufficient funding for open positions
– Insufficient number of applicants
Staff Recruitment and Turnover:
NEATTC 2005
• Applicants did not meet requirements due
to lack of education, experience or
appropriate certification
• Competition from other fields
• Perception of addiction professionals
Building Bridges: Co-occurring MI and Addictions
Consumers and Service Providers, Policymakers and
Researchers in Dialogue (2004)
• Form and maintain healthy, consumer-driven partnerships in policymaking,
research, and service delivery.
• Embed a whole-person focus in research and service delivery.
• Transform workforce development, emphasizing peer-based approaches.
• Expand programs to reduce stigma and discrimination against underserved
populations.
• Create incentives for coalition building.
• Engage actively in public awareness and education.
• Support appropriate policy for systems change.
• Support collaborative research.
• Redesign the reimbursement system.
• http://www.mentalhealth.samhsa.gov/publications/allpubs/SMA04%2D3892/
Workforce Development
Recommendations
• Initiate a 10 year SAMHSA workforce
development plan
• Design & support recruitment campaign
for peer specialists
• Place strong emphasis on curriculum
development on COD in academic
programs
• Develop licensure requirements for BH &
SA treatment in collaboration with
university graduate programs
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